Director, People Operations - Human Resources

People Operations Leader – Full-Time

Sweeping Corporation of America (SCA) is the nation's leading street sweeping company, operating in over 20 states and supporting more than 600 municipalities, counties, and government agencies. With over six million miles serviced annually, SCA is uniquely focused on the delivery of high-performance street sweeping, jet-vac, and environmental services. SCA has built its entire organization, its people, processes, technology, and investments around providing uninterrupted, accountable, and results-driven services tailored to the needs of our clients.

Our mission is to provide essential sweeping and environmental services that support cleaner, safer, and more sustainable communities.

At SCA, you'll play a key role in driving our mission to keep communities clean and safe across the country. As a People Operations Leader you'll help support our dedicated field teams and deliver critical services that make a visible impact every day. Whether you're leading people, optimizing processes, or providing essential support, your work will contribute directly to our success—and to the communities we proudly serve.

The job responsibilities below outline the core duties and expectations of a position, providing clarity on how the role supports Company goals. However, as business needs evolve, these responsibilities may shift over time to reflect new priorities, processes, or technologies:

• Manager Training &
  
  Coaching:
  
  Deliver hands-on, practical training to managers on performance conversations, corrective action, documentation, and consistent policy application. Build capability, not dependence.
• Onsite Presence:
  Maintain a consistent field presence across all district locations. Be seen, be known, and build trusted relationships with leaders and frontline employees.
• Real-Time
  
  Coaching:
  
  Show up during active situations to coach managers through them in the moment, not just after the fact. Help them develop the confidence and judgment to handle issues correctly.
• Performance & Accountability:
  Coach managers through performance reviews, feedback delivery, and corrective action. Help them identify underperformance early and create clear, documented improvement plans.
• Operational Observations:
  Identify inefficiencies, leadership gaps, and team dynamic issues during field visits. Bring forward practical, actionable recommendations to district leadership.
• Drive Performance:
  Partner with managers to support operational turnaround and performance improvement. Translate people insights into business observations that move the needle.
• Escalation Discipline:
  Follow established escalation and review protocols consistently. Terminations, harassment complaints, accommodation requests, leave-related adverse actions, and wage and hour exposures require CPO and/or legal review before action, without exception.
• Team Leadership:
  Manage and develop the POPS. Set clear expectations, provide regular feedback, and ensure team members have the tools and guidance they need to succeed.
• Compliance & Documentation:
  Apply knowledge of state and federal employment law guide manager decisions. Ensure all actions are documented, reviewed, and retained appropriately.
• Risk Identification:
  Proactively identify compliance risks during field visits and surface them before they become exposures. Every significant employment decision should have a paper trail.
• Investigations:
  Conduct thorough, timely, and well-documented workplace investigations into complaints, misconduct, and policy violations. Escalate situations with legal or reputational risk to the CPO and legal team before action is taken — not after.
• Leave Administration:
  Administer FMLA, state leave, and personal leave accurately and on time. Ensure documentation and manager communication are handled correctly throughout.

Minimum job qualifications define the essential skills, experience, and abilities needed to succeed in the role. They set the baseline for hiring but may evolve as the job and business requirements change:

• Education:
  
  College Degree
• Experience:
  
  5+ years' experience in HR or related field – industry experience preferred
• Manager
  
  Experience:
  
  3+ years in a…